How should recruiters spend their time – ERE.net

How would you respond to these points?

  1. Do you want to increase your emphasis on hiring passive candidates?
  2. Are you in a talent scarcity situation where the demand for talent is greater than the supply?
  3. Do you want to raise the talent level of your total current workforce, sustain it, or lower it?

All said they want to accelerate their passive recruiting efforts; they all thought they were in a talent scarcity situation for most critical positions; and, of course, they all said they wanted to raise their talent level. I suggested that to begin achieving these three results they needed to implement a 20/20/60 sourcing plan. This means that no more than 20% of their sourcing resources and efforts should be spent on job postings, about 20% on name generation and targeted emails, and 60% on networking.

This 20/20/60 sourcing plan maps closely to the job-hunting status of LinkedIn members. This is shown in the pie chart summarizing the results of a survey we conducted with LinkedIn last year. Based on more than 4,500 fully-employed members, 17% categorized themselves as active (Searchers, Networkers, and Hunters), 15% Tiptoers (only telling very close former associates), and 68% passive (Explorers were open to receiving calls from a recruiter to discuss a possible career move). To source and recruit the best of these people you can’t just post traditional job descriptions, send boring emails, or make dozens of phones call a day, and expect to attract and hire many good people.

 

The 20/20/60 Sourcing Plan – ERE.net.

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